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Clinical data capture and transfer are becoming more important as hospital practices change. Medical record pro‐formas are widely used but their efficacy in acute settings is unclear. This paper aims to assess whether pro‐forma and aide‐memoire recording aids influence data collection in acute medical and surgical admission records completed by junior doctors.

During October 2007 to January 2008, 150 medical and 150 surgical admission records were randomly selected. Each was analysed using Royal College of Physicians guidelines. Surgical record deficiencies were highlighted in an aide‐memoire printed on all A4 admission sheets. One year later, the exercise was repeated for 199 admissions.

Initial assessment demonstrated similar data capture rates, 77.4 per cent and 75.9 per cent for medicine and surgery respectively (Z=‐0.74, p=0.458). Following the aide‐memoire's introduction, surgical information recording improved relatively, 70.5 per cent and 73.9 per cent respectively (Z=2.01, p=0.045). One from 11 aide‐memoire categories was associated with improvement following clinical training. There was an overall fall in admission record quality during 2008‐9 vs 2007‐8.

The study compared performance among two groups of doctors working simultaneously in separate wards, representing four months' activity.

Hospital managers and clinicians should be mindful that innovations successful in elective clinical practice might not be transferable to an acute setting.

This audit shows that in an acute setting, over one‐quarter of clinical admission data were not captured and devices aimed at improving data capture had no demonstrable effect. The authors suggest that in current hospital practice, focussed clinical training is more likely to improve patient admission records than employing recording aids.

The purpose of the study is to investigate the role of information security policy compliance and the role of information systems auditing in identifying non-compliance in the workplace, with specific focus on the role of non-malicious insiders who unknowingly or innocuously thwart corporate information security (IS) directives by engaging in unsafe computing practices. The ameliorative effects of auditor-identified training and motivational programs to emphasize pro-security behaviors are explored.

This study applies qualitative case analysis of technology user security perceptions combined with interpretive analysis of depth interviews with auditors to examine and explain the rubrics of non-malicious technology user behaviors in violation of cybersecurity directives, to determine the ways in which auditors can best assist management in overcoming the problems associated with security complacency among users.

Enterprise risk management benefits from audits that identify technology users who either feel invulnerable to cyber threats and exploits or feel that workplace exigencies augur for expedient workarounds of formal cybersecurity policies.

Implications for consideration of CyberComplacency and Cybersecurity Loafing expand the insider threat perspective beyond the traditional malicious insider perspective.

Implications for consideration of CyberComplacency and Cybersecurity Loafing include broadened perspectives for the consultative role of IS audit in the firm.

CyberComplacency is a practice that has great potential for harm in all walks of life. A better understanding of these potential harms is beneficial.

This study is the first to characterize CyberComplacency as computer users who feel they operate invulnerable platforms and are subsequently motivated to engage in less cybersecurity diligence than the company would desire. This study is also the first to characterize the notion of Cybersecurity Loafing to describe technically competent workers who take unauthorized but expedient steps around certain security polices in the name of workgroup efficiency.

The authors seek to understand the formation of control- and security-related identities among organizational employees through and interpretive narrative analysis. The authors also seek to identify how the identities form over time and across contexts. Several identities are identified as well as the changes that may occur in the identities.

Few interpretive or critical studies exist in behavioral information security research to represent employee perspectives of power and control. Using qualitative interviews and narrative analysis of the interview transcripts, this paper analyzes the security- and control-related identities and values that employees adopt in organizational settings.

Two major categories of behavioral security compliance identities were identified: compliant and noncompliant. Specific identities within the compliant category included: faithful follower vs the reasoned follower, and other-preserving versus the self-preserving identities. The noncompliant category included: anti-authority identity, utilitarian identity, trusting identity and unaware identity. Furthermore, three patterns of identity changes were observed.

The authors’ narrative stories suggest that employee identities are complex and multi-faceted, and that they may be fluid and adaptive to situational factors. Future research should avoid assumptions that all employees are the same or that employee beliefs remain constant over time or in different contexts. Identities are also strongly rooted in individuals' rearing and other life experiences. Thus, security control is far broader than is studied in behavioral studies. The authors find that history matters and should be examined carefully.

The authors’ study provides insights that managers can use to enhance security initiatives. It is clear that different employees build different control-related identities. Managers must understand that their employees are unique and will not all respond to policies, punishments, and other forms of control in the same way. The narratives also suggest that many organizations lack appropriate programs to enhance employees' awareness of security issues.

The authors’ narrative analysis suggests that employee security identities are complex and multi-faceted, and that they are fluid and adaptive to situational factors. Research should avoid assumptions that all employees are the same or that their beliefs remain constant over time or in different contexts. Identities are also strongly rooted in individuals' rearing and other life experiences. Their history matters and should be examined carefully.

This study aims to analyze the relationship between attitudes towards organizational diversity and towards trans people, correlating them with the levels of transphobia among HR professionals. Drawing upon the Intergroup Contact Theory, we also seek to understand whether the results may be influenced by the contact variable.

Data were collected through the administration of a questionnaire to a sample of 184 HR professionals. The questionnaire was comprised of self-constructed questions and previously validated scales, including: Attitudes Toward Diversity Scale (ATDS) (Montei et al., 1996), Attitudes Toward Transgendered Individuals (ATTI) Scale (Walch et al., 2012) and Genderism and Transphobia Scale (GTS) (Hill and Willoughby, 2005).

The results do not show high levels of negative attitudes towards organizational diversity or intolerance towards trans people, being these variables correlated, with higher levels of intolerance in the portion of the sample without contact with trans people.

This article contributes to the increase of knowledge in the field of HR Development Policies focusing on the thematic of Diversity and Inclusion, which is a very current and important topic in organizations today. Also, the relevance and contribution of the study point to the need for Human Resources Management Practices that take on positive discrimination and/or encourage the adoption of affirmative actions by organizations.

Este estudio tiene como objetivo analizar la relación entre las actitudes hacia la diversidad organizacional y hacia las personas trans, correlacionándolas con los niveles de transfobia entre los profesionales de recursos humanos. Basándonos en la Teoría del Contacto Intergrupal, también buscamos comprender si los resultados pueden estar influenciados por la variable de contacto.

Se recopilaron datos a través de la administración de un cuestionario a una muestra de 184 profesionales de recursos humanos. El cuestionario estaba compuesto por preguntas autoconstruidas y escalas previamente validadas, que incluían: Attitudes Toward Diversity Scale - ATDS (Montei et al., 1996), Attitudes Toward Transgendered Individuals (ATTI) Scale (Walch et al., 2012) y Genderism and Transphobia Scale - GTS (Hill and Willoughby, 2005).

Los resultados no muestran altos niveles de actitudes negativas hacia la diversidad organizacional o intolerancia hacia las personas trans, siendo estas variables correlacionadas, con niveles más altos de intolerancia en la porción de la muestra sin contacto con personas transgénero.

Este artículo contribuye al aumento del conocimiento en el campo de las políticas de desarrollo de recursos humanos, centrándose en la temática de Diversidad e Inclusión, la cual es un tema muy actual e importante en las organizaciones hoy en día. Además, la relevancia y contribución del estudio señalan la necesidad de prácticas de gestión de recursos humanos que asuman la discriminación positiva y/o fomenten la adopción de acciones afirmativas por parte de las organizaciones.

This study aims to test bigenderism, a universalistic theory that purports to explain why trans men employees enjoy greater organizational acceptance and superior economic outcomes compared to trans women employees.

Respondents were presented with one of two case studies in which they had to choose whether or not to respect the right of a trans employee to use the restroom of their choice at work. The only difference between the two case studies was the gender of the trans employee. In one case, the employee was a trans man and in the other case, the employee was a trans woman.

The gender of the trans employee had no impact on the choices of the respondents.

The chief research implication is that heightened discrimination against trans men may better be explained by situational theories of transphobia rather than the universalistic theory that was tested in this paper. The primary research limitation was the use of American undergraduate business students as respondents.

Organizations need to be especially vigilant in protecting the restroom rights of their transgender employees, which may entail eliminating gender-segregated restrooms.

This paper is original in that it uses an experimental design to test the theory of bigenderism. It adds value by encouraging experimental research that examines situational theories of transphobia.